Every action has a reaction and some come with consequences
Answer:
$200
Explanation:
total profit = total revenue - total cost
average cost = $5
average revenue = $15
total revenue = average revenue x quantity = $15 x 20 = $300
total cost = average cost x quantity = $5 x 20 = $100
total profit = $300 - $100 = $200
It defines the purpose. It serves as a guideline for decision-making. It could also attract support and donations.
Answer:
<em><u>The correct answer is: </u></em>The ability to create a program that provides rewards for dealerships with high levels of customer satisfaction and corrective action plans for dealerships that have low levels of satisfaction.
Explanation:
Knowledge management can be understood as the information technology systems existing in a company whose objective is to assist in the organizational decision-making process, that is, it is the knowledge that the entire organization has from its data and information and that can be transformed into knowledge so that there are greater advantages in the company's internal and external management. Some of the advantages arising from knowledge management are: better management practices, cost reduction, faster processes, increased quality, greater competitiveness, greater consumer satisfaction, etc.
Answer:
There are a many metrics characterized under HR management that can be utilized to quantify the achievement of recruitment and selection procedure. The three measurements that I believe are most applicable are;
-
Cost of contract
-
Time to fill occupations
- Proportion of offers made to acknowledgments
The main measurement cost to procure decides how much the HR is happy to spend for the asset. This is frequently a key choice for some HR offices as they include cash legitimately. The following measurement time to fill employments show the productivity of the enrollment procedure. Simultaneously, it likewise shows the general responsibility and execution of the enlistment and choice group. At last the proportion of offers to usual meaning presentations how well the exertion of the HR division has been used.
Reference:
<em>Carlson, K. D., & Kavanagh, M. J. (2011). HR metrics and workforce analytics. Human resource information systems: Basics, applications, and future directions, 150.</em>